We encourage all business leaders to take the first step

Commit to promoting equal pay by creating transparent compensation systems, communicating honestly with workers, and implementing standard pay ranges or guidelines.

In 1951, Canada was a signatory to the Equal Remuneration Convention in Geneva. This led to the Canadian Human Rights Act in 1977, the Equal Wages Guidelines in 1986 and, most recently, the Pay Equity Act through Bill C-86, which received Royal Assent on December 13, 2018.

The purpose of wage equity is for employers to evaluate work using a gender-neutral system based on the value individual jobs bring to an organization. Pay gaps should be measured and, once identified, closed.

Wage equity is achieved when employees receive equal compensation for work of equal value. This begins through redressing the systemic gender stereotyping in positions, which are predominantly female job classes.

Encouraging reflection, action and participation

COVID-19 disproportionately affected Canadian women with additional caregiving, homeschooling, and reduced work hours. By 2021 more than 16,000 women had dropped out of the workforce completely. We can end the She-Recession through improved working conditions, compensation, remuneration, benefits packages, and fairly valuing women’s skills, qualifications, and talents.

Join the

Take the Pledge to pay employees the same for work of equal value. Begin by completing a gender wage gap analysis and outlining an action plan based on the results.